CPM Competencies Case Study by Clayton Timms
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This document outlines Clayton Timms' case study on designing a competency development framework to align organizational people systems at their company. The key objectives are to develop a framework that is supported by the business, logical, easy to use, and supports key processes. It should allow for the seamless integration of various systems and create a common set of definitions. The framework will include a database that serves as the foundation and enables linking of systems. It will forecast competencies and compliances per role to integrate into other systems like performance reviews conducted on tablets in the field. The framework structures data by business area, work group, roles, and defines the compliances and competencies required for each job role.
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Volkswagen South Africa implemented a competency-based model to standardize upgrading and career pathing across the organization. They piloted the model in engineering, identifying generic and specialized competencies for technicians and engineers at different levels. Tests of previous upgrading decisions found the competency criteria validated managers' decisions. HR then developed an upgrading procedure using clear selection criteria that is being implemented company-wide. They are also implementing a competency assessment tool to facilitate competency-based evaluations for upgrading decisions.
AHRI Talent Presentation
Clayton Timms, the director of Symerge & People Software, presented on addressing the "talent conundrum". He discussed trends in talent management based on research from organizations like Boston Consulting Group and the importance of defining, attracting, engaging, and retaining talent. Timms proposed a holistic talent management model and process that involves assessing an organization's performance in attracting, engaging and retaining talent in order to develop a strategic talent plan to address any gaps. Implementing talent management software and interventions based on the strategic plan could help organizations solve the talent conundrum.
Symerge Database Software Programmes & Methodology Overview
This document provides an overview of Symerge's integrated database, software applications, and job profiling methodology. The database contains over 1,300 unique job titles across various sectors and industries. Six software applications are integrated with the database to support job profiling, performance management, competence assessment, and training forecasting. The methodology involves profiling jobs by capturing outcomes, activities, performance standards, competencies, and the ideal candidate attributes. Tools are used to assess and compare individual attributes to the job profile.
PE HR Forum.1June07
This document discusses people management systems and competency-based approaches. It outlines an agenda for a PE HR forum on competency-based people management systems, including presentations on Volkswagen South Africa's competence-based upgrading model and Cadbury's manufacturing model. It then provides background on profiling jobs and identifying competencies. Finally, it describes how people manager software could be used for competency assessments, individual development plans, and talent management.
HR Forum May 2007 Cadbury case study
1) Cadbury South Africa implemented a manufacturing management competency model in 2002 but saw limited practical application and contradictory performance appraisals.
2) The model aimed to address recruitment and selection challenges, define job requirements, integrate HR processes, and provide career progression transparency.
3) The human resources team realized management development needs a process approach that provides self-assessment tools for continual learning rather than isolated training programs.
More from Clayton Timms (7)
Volkswagen South Africa – Competencies Case Study presentation to HR Forum
Volkswagen South Africa – Competencies Case Study presentation to HR Forum
Symerge Database Software Programmes & Methodology Overview
Symerge Database Software Programmes & Methodology Overview
CPM Competencies Case Study by Clayton Timms
- 1. Clayton Timms Manager Organizational Development & Operational Training Case Study: Designing a Competency Development Framework to align our People Systems
- 2. Our Key Objectives • Develop a framework which the business supports, is logical, easy to use and supports key business processes/systems • Ensure this framework allows for the “seamless and logical” integration of various systems • Develop a Database / Dataset which creates the foundation & ability to link our systems • Create a set of common definitions across the business 2
- 3. Start with the end in Mind i.e. What your data (competency framework) should enable the business to do. 3 FORECAST & BUDGET
- 4. CPM Competency Framework 4 Strategic Capability Framework Competence 1-Knowledge / Understanding 2-Skills / Techniques Compliances (Safety) BusinessAreas Mining Multiple Jobs / Roles Multiple People Mobile Equipment Processing Multiple Jobs / Roles Multiple People Fixed Plant Power Multiple Jobs / Roles Multiple People Business Desalination Multiple Jobs / Roles Multiple People 3-Attributes Cognitive Port Multiple Jobs / Roles Multiple People Trait Marine Multiple Jobs / Roles Multiple People Aptitude Corporate Multiple Jobs / Roles Multiple People
- 6. Database Structure Business Area • Mining • Processing • Desalination • Power • Port/Marine • Corporate Work Group • Production • Maintenance • Contractor • Management • Admin • Services Roles • Process Operator • Process Crane Operator Compliances & Competencies • Fixed Plant • Mobile Equipment • Business
- 7. Forecast Database – Compliances & Competencies per Role
- 8. Job Role – Data Structure of E / I Technician 8 Compliances i.e. ticket/license/certificate etc. without which a person may not do their job Compliances (including Qualifications) Enter Confined Spaces Work Safely at Heights Driver License Class C Light Vehicle Fire Extinguisher Mining Area Access Permit - Restricted Permit to Work Respiratory Fit Fibrous Awareness (Asbestos in Mining) Good to Go Hazard Identification JHA Safe Work Observation Substation Safety and LV rescue HV switching and isolation HV Operator Switching Basics Isolation Procedure CPR and Defibrillator
- 9. Job Role – Data Structure of E / I Technician 9 Competencies i.e. knowledge and skills required by their jobs Mobile Equipment i.e. Equipment which can be moved about for operational purposes e.g. Shovels, Dump Trucks, Drill Rigs etc. Light Vehicle Kawasaki Mule Genie Z-60 Telescopic Handler Genie Z-135 Fixed Plant i.e. Fixed Equipment / Machinery which are not needed and/or able to be moved for operational purposes e.g. In Pit Crusher, AG/Ball Mill, Stackers / Reclaimers etc. Gantry/Over Head Crane Business i.e. non operator competencies e.g. PC / Management / Communication/ HSE etc. MS Project MS Word/Excel
- 10. Systems we have integrated due to our Competency Framework It is important to note that each and every system is linked to a role profile and each operator to a specific role 10 FAST Electronic Field Assessments using iPads